Sexual Harassment & Gender-Based Discrimination                                   

The Sexual Harassment & Gender-based Discrimination spoke values the fundamental dignity and quality of all people. Sexual harassment behaviors such as unwanted touching, jokes and slurs, and unwelcome questions contribute to a feeling of fear and trepidation. This is amplified when women experience unfair treatment, shame, marginalization, and blatant disregard due to their gender. According to research, either or both of these experiences diminish a woman’s sense of self-respect, confidence, and security. For women to speak up and lead out, and even just participate in society as an equal contributor, they need to feel safe and respected. This spoke will focus on ways that Utah can decrease sexual harassment and a variety of other types of gender-based discrimination.

Spoke Leaders

Bold Vision & Goals

To make Utah a place where more girls and women can thrive, the Sexual Harassment & Gender-Based Discrimination spoke leaders and partners have crafted the vision and goals below. Spoke leadership and UWLP team members are currently working to collect baseline data that will assist in adding numbers to the changes we want to see by 2026 and 2030.

Vision: Significantly decrease sexual harassment and other types of gender-based discrimination so Utah girls and women can participate in society as equal contributors with self-respect and security.

Goals: 

1. Change Utahns’ agreement (understanding and perceptions) in the following areas [Metric Dashboard]:
   1. Sexual harassment and gender-based discrimination are problems in the state of Utah. [Increase agreement by 10% by 2026 and 20% by 2030]
   2. People make a bigger deal out of sexual harassment and gender-based discrimination than is warranted. [Decrease by 10% by 2026 and 20% by 2030]
   3. I know what steps to take or what resources are available if me or a friend experienced sexual harassment. [Increase by 10% by 2026 and 20% by 2030]
   4. I trust that most organizations in Utah would appropriately handle a sexual harassment report. [Increase by 10% by 2026 and 20% by 2030]
2. Increase reporting of sexual harassment or gender-based discrimination. (Note: while this may seem counterintuitive, a temporary increase in reporting would mean more people are recognizing sexual harassment as actionable and feel comfortable reporting.) [Metric Forthcoming]
3. Increase data and longitudinal research around the prevalence of sexual harassment and gender-based discrimination by conducting at least two comprehensive, statewide studies on sexual harassment incidents, requiring employers to report sexual harassment data to UALD. [Metric Forthcoming]
4. Increase public policy addressing sexual harassment and gender-based discrimination by implementing two of UWLP policy recommendations. [Metric Forthcoming]
5. Increase the number of companies adhering to recommended policies that mitigate sexual harassment and gender-based discrimination. [Metric Forthcoming]
6. Increase the quality and quantity of training across all sectors. [Metric Forthcoming]

Thriving Statement: Women thrive when they are able to participate in a society as equal contributors with self-respect and security, free from sexual harassment and other types of gender-based discrimination.

Partners

Working Group Leaders

• Healthcare Discrimination: Emily Lowder (Associate, Hall, Prangle, & Schoonveld) 
• Male Allyship: Ashley Robinson (Staff, Journey of Hope)
• Policy: Kim Bernhardt (Executive Assistant – Legal & Compliance, Evolent) & Galen Shimoda (Owner, Shimoda Law Corp.)
• Research: Judy Ceccherini (School Therapist, Wasatch Behavioral Health)
• Trainings/Resources: Jon Hafen (Shareholder, Parr, Brown, Gee, & Loveless) & Kaitlyn Pieper (Executive Director, Utah Center for Legal Inclusion)
• Women in Sports: Carla Swenson-Haslam (Associate, Kirton McConkie) & Holly Bell (Student/Family Rights Specialist, Utah State Board of Education)
• Young Professionals: Virginia Pearce (Director, Utah Film Commission)